Improving Productivity: Organizational & Employee Aspects, Job Analysis, HR Planning, Slides of Human Resource Management

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UNIT-III

HRP, JOB Analysis, Recruitment,

Selection

Productivity and Improvement

• (^) Productivity can be referred to the set of services a person is expected to provide while occupying the present position.
• (^) Productivity is measured by comparing output with the material, labor and time used.
• (^) Productivity is a matter of priority in the present business scenario.

How to boost morale & productivity

• (^) Fair remuneration
• (^) Job Security
• (^) Employee’s participation
• (^) Job enrichment and job enlargement
• (^) Cohesive structure of organization
• (^) Grievance handling
• (^) Counseling of employees
• (^) Sound and democratic leadership

Productivity Improvement Techniques

1. Value Engineering(VE): giving maximum value at lower price at initial stage. It improves value of product. 2. Quality circles(QC): 1960-Japan: small group of employees meet regularly to identify or solve problems to increase productivity.

3. Monetary and Non Monetary Incentives. 4. Training to increase efficiency.
4. Job enrichment. 6. Job enlargement.

Job Analysis

JOB: may be defined as a collection of

duties, tasks, responsibilities which as a

whole regarded as a regular assignment of

an individual.

JOB ANALYSIS: Process of discovering and

identifying the relevant information

related to nature of job. It is the study of

work as well as the analysis of conditions

and environment in which the work is

performed.

Objectives of Job Analysis

Objective to collect required information:

1. Defining duties to be performed on a job. 2. Defining procedure of doing the job.

3. Defining the tools required on a job.
4. Defining the relationship of job with the other related job.
5. Defining skills, qualification and abilities needed to perform the job.
6. Determining requirements for measuring employee performance. Contd….

Significance and uses of Job Analysis

1. HR Planning
2. Recruitment, selection and placement
3. Training and development
4. Job redesign
5. Job evaluation
6. Performance appraisal
7. Career planning
8. Safety and health

Methods of job analysis

• (^) Personal observation
• (^) Questionnaire method
• (^) Log records: every employee maintains a daily record of the duties he performs.
• (^) Personal interviews

Job Analysis

Job Specification: it contains a statement

of human qualifications necessary to do

the job. Usually it contains :- educational

level, experience, training, judgment skills,

initiative, physical efforts, responsibilities,

communication skills, emotional

characteristics, etc.

Job Design

Job design is the process of deciding:-

1. the contents of a job in terms of its duties and responsibilities. 2. Methods/techniques/procedure to be used in working on job. 3. Relationship between job holder and his superior, subordinate and colleagues.

Job design is an attempt to create a match

between job requirements and human

attributes.

Work measurement

• (^) Work measurement is the systematic and critical examination of all the aspects governing the functional efficiency of any specified activity. It is some sort of time study which attempts to determine the amount of time required to perform a task by an operator following a prescribed method.
• (^) It is a broad concept which covers : method study, time study, motion study, fatigue study.

Work measurement Procedure

• (^) It is used for designing the job. 1. Selection - the area of study 2. Data/information collection- worker, machine, material, standards, etc. 3. Divide job into elements- for better understanding of nature of job, types of work, time of job, etc. 4. No. of cycles to be timed- sufficient readings must be recorded 5. Rating the operator- operator’s performance 6. Objective rating- of speed and difficulty experienced on job 7. Allowances - to worker

Origin and growth of Ergonomics

• (^) Originated in the beginning of 20th^ century. But came into existence during world war-II
• (^) Before world war-II designing the human to fit with the machine instead of designing machines to fit with the human.
• (^) Earlier trial and error method was applied whereas Taylor, Frank and Lillian made it more scientific.
• (^) Human Factor Society was formed in US in the year
  1957. In 1992 name changed Human Factor and Ergonomics Society.

Characteristics of ergonomics

• (^) It involves arrangement of work environment
• (^) Focus on development of best possible workplace design
• (^) Balancing between employee and job
• (^) Provides safe and comfortable workplace
• (^) Provide better working condition